Hiring guide
How to Write a Job Description That Attracts Senior Engineers
Write to attract, not just to filter
Most job descriptions are written as a checklist to screen people out. The best ones are written to make a strong engineer want to apply. The difference is what separates a role that pulls in great candidates from one that gets crickets.
Lead with the problem and the ownership
Senior engineers care most about what they’ll work on and how much they’ll own. Open with the actual problem, the impact of solving it, and the scope of the role, before you get to requirements. Specifics beat adjectives every time.
Keep the must-haves honest and short
A wish-list of fifteen “essential” skills reads as a company that doesn’t know what it needs, and it puts off exactly the people who would apply if the list were honest. List the few things that genuinely matter, and mark the rest as nice to have. Strong engineers self-select out of dishonest lists.
Include the salary and the location policy
Show a range and state the remote/hybrid policy up front. Roles that do get more and better-matched applicants, and the strongest candidates filter out roles that hide pay. See the UK tech salary report to set a competitive range.
Be clear about the process
Say what the interview looks like and how long it takes. A respectful, transparent process is itself a selling point in a market where slow, opaque loops lose the best people.
Cut the buzzwords
“Rockstar”, “ninja”, “fast-paced environment”, “wear many hats” — these signal nothing and often signal chaos. Replace them with the real thing you mean.
The test
Read the finished description and ask: could this be any company? If yes, it’s not specific enough yet. If you’d like a second pair of eyes on a role, or a technically screened shortlist for it, talk to us.
FAQ
Frequently asked questions
What should an engineering job description include?
Lead with the problem and the ownership on offer, then the impact of the work, the stack, the team and stage, and an honest, specific set of must-haves. Include the salary range, the location policy, and what the interview process looks like. Cut the generic buzzwords.
Should a job description include the salary?
Yes. Roles that show a range get more, and better-matched, applicants, and it respects candidates' time. The strongest engineers filter out roles that hide pay. A clear range signals confidence and saves everyone a wasted conversation.
Why aren't strong engineers applying to my role?
Usually one of: a generic description that could be any company, a long list of must-haves that reads as a wish-list, no salary, or no sense of the actual problem and ownership. Senior engineers are choosing between options, so give them a specific reason to choose you.